SPRING HOLIDAY – MANAGEMENT COVER ARRANGEMENTS

The spring holiday period is upon us and as Managers you will be busy making sure that services still operating during the holiday are appropriately covered, to ensure smooth delivery for our customers and service users.

This is just a reminder to make sure that the appropriate management cover arrangements are also in place and have been notified to those colleagues working over the spring holiday period to ensure that they feel appropriately supported and know who to turn to should a situation arise.

The next public holiday for Moray Council is:

Monday 4th May

If staff work on Bank Holidays, they may be entitled to enhanced rates of pay which should be claimed by timesheet.

EMPLOYMENT CHANGES COMING INTO EFFECT ON 6TH APRIL 2026

Expansion of Statutory Sick Pay (SSP)

Statutory sick pay is the minimum statutory payment an employee is entitled to for periods where they are unable to work due to illness. From 6 April 2026, the rules regarding statutory sick pay are changing in accordance with the Employment Rights Act 2025. The current waiting period of 3 unpaid days will be removed and SSP will be paid from the first day of sickness absence instead of the fourth day of sickness absence. Furthermore, the existing earnings threshold of £125 per week is being abolished which means that all employees, regardless of income, will qualify for sick pay.

Please note that the rules regarding Occupational Sick Pay (OSP) remain unchanged. To qualify for Occupational Sick Pay employees covered by Scottish Joint Council (SJC) Terms and Conditions must have 26 week’s continuous service. Employees covered by SNCT Terms and Conditions must have 18 weeks continuous service before entitlement to OSP.

Paternity and Parental Leave

The qualifying period for entitlement to Paternity Leave or Parental Leave is being removed from 6 April 2026. From that date, employees will have the right to request Paternity Leave and Ordinary Parental Leave (Unpaid Parental Leave) from the first day of employment.

EMPLOYEE ASSISTANCE PROVIDER COUNSELLING SERVICE

As you will be aware our Employee Assistance Provider recently renamed to TimeforThriving (TFT) offers a confidential counselling service for employees to help them through challenging periods in their life. This service can be accessed either by the employee contacting the service directly by phone or via an online referral.

TFT assess and triage calls and referrals to assess what type of support is most appropriate according to individual need i.e. this may be from the one phone call to help an individual identify what route to follow, to signpost to other services or resources, through to offering counselling with a qualified Counsellor. Counselling is provided in accordance with the contractual arrangements the Council has with the EAP provider and is based on a maximum 6 session model. This support is not intended to be a long-term arrangement. Where individuals need longer term support, they should be in discussion with their medical practitioner and/or GP. On occasion, a counsellor may identify that the employee would benefit from one or two further sessions to assist in the completion of the support through the EAP. Where this is identified by the Counsellor as a clinical need, the EAP Account Manager will work in consultation with the Moray Council Account Lead, to seek approval for additional budget for further sessions as these sessions are out with the Council’s normal contractual provision and come at an additional cost. This also ensures a confidential service provision.

Recently there has been an increase in enquiries about the possibility of additional counselling sessions, from employees and managers, often with the manager offering to pay for these. To help clarify expectations, only additional sessions requested by the counsellor via the TFT Account Manager will be considered as the need for any additional sessions is determined solely by clinical assessment and not upon request from employees or managers.

We are unable to accommodate any requests from managers or employees directly as these requests are not based on clinical assessment and need and are out with the terms of the contractual arrangements with the EAP.

Please advise any employees who wish to continue receiving counselling beyond the allocated sessions, that they should consult their GP for additional support. Managers must not agree to fund extra sessions with TFT directly. Whilst it is important to continue to support employees, expectations with regard to additional counselling sessions need to be appropriately managed.

You can find additional information on TimeforThriving here – TimeforThriving

OH REFERRAL FORM UPDATE

An updated OH referral form is now available. This form allows you to add additional questions to any referral you wish to make. This does not change anything that you do normally when referring your staff to OH for a Management Referral, it just affords the opportunity to add in additional questions while completing the referral form.

You can still add documents and do everything as normal. The benefit of having the ability to add questions in this manner, means that they will be transparent to the clinician, i.e. not hidden in attached documents, be focused and prompts the manager to consider the need for additional questions at the time that they are filling in the referral document.

This will hopefully end the need for additional questions to be uploaded in separate documents. It is hoped that adding this option will assist managers to make better referrals and allow our clinicians to tailor their advice and opinion which includes any additional questions.

Please see summary of changes here, updated OH Form and link to the recording of the recent OH Learn and Share session.

Please discuss this with your allocated HR Adviser where additional questions are required when submitting a referral form.

TOIL GUIDANCE

The Time Off in Lieu (TOIL) guidance is now available on the Interchange. The supporting form will be uploaded imminently.

The guidance has been developed to set out the agreed and consistent guidelines for the use, authorisation and in exceptional circumstances, payment for TOIL, to ensure fairness, equity and transparency in the application of TOIL. We encourage all managers to review the guidance and should you have any queries on this please contact HR.

You can access the guidance here: HR Policies, Procedures & Guidance: for managers

WORKFORCE ARRANGEMENTS FOR MONDAY 15TH JUNE 2026

As previously communicated, the council’s decision is not to allocate an additional public holiday for Monday 15 June 2026.

• There will be no additional annual leave entitlement linked to this date.
• Normal leave arrangements apply. Staff who wish to take the day off should submit annual leave requests in the usual way.

Managers Guidance on approving leave is available here.

NEW EMPLOYEE SURVEY APPROACH

We are refreshing our approach to employee engagement to ensure we gather richer, more timely insight into how employees feel about working here. Recent feedback from employees, managers, trade unions and sector benchmarking has shown that we want to make sure your views are heard more regularly and acted on more effectively.

To provide regular listening opportunities and deeper, organisation‑wide insight, we will be moving to a combined survey approach which means we will continue to run a full employee survey every two years, but this will now be supported by shorter, focused pulse surveys in between.

What this means for you

The full survey will still give us a comprehensive picture of employee experience across the Council.

Pulse surveys will provide quick, targeted opportunities to explore specific topics such as wellbeing, leadership or service changes.

Managers will have richer insight into what sits behind responses, helping them make meaningful improvements.

What happens next

Work will begin on the new approach, which will also be presented to the Personnel Forum for consultation on the proposed approach. Further communications will be shared in the coming months. This refreshed approach will help us listen more often, understand the workforce experience more deeply, enhance the link between feedback and action, and support a stronger culture of continuous improvement - ensuring your voice continues to shape how we work and improve as a Council.

NEW & UPDATED POLICIES

Several policies and guidance have been reviewed and are pending committee approval in May, thereafter, will be added to Interchange.

A revised process of review is being developed and considered for future changes required.

Look out for

• Code of Conduct
• Equality, Diversity & Inclusion Policy
• Fixed Term & Temporary Contracts Guidance
• Recruitment & Selection Policy & Procedures
• Special Leave Policy (Disability Leave)
• Bullying and Harassment
• Whistleblowing

The updated policies will be available from June here - Policies

TALENTLINK – ADDITIONAL FIELDS ADDED TO APPLICATION FORM

Changes have been made to the candidate application form in Talentlink to assist with succession planning monitoring.

When completing the application form, candidates will be asked to confirm if they are currently an employee of Moray Council. If a candidate advises they are a current employee, they will be asked some additional questions on their reasons for applying for the position. These questions have been added to gather data for internal reporting and do not form part of the recruitment and selection process.

Additional questions that are being asked are:

• What salary grade is your current post at Moray Council?
• Are you applying for a promoted post? (note: a promoted post for these purposes refers to posts of grade 10 or above)
• Is your reason for applying for this position a result of a development opportunity identified through a career conversation with your line manager?
• If this application is not as a result of a development opportunity identified through a career conversation with your line manager, what is the reason for your application?

TALENTLINK – CLOSING DOWN JOBS

To ensure that applications automatically archive in line with the ‘Privacy and Cookies’ statements on myjobscotland website and with GDPR regulations, you must close jobs down at the end of the recruitment process.

An audit will be taking place in Spring 2026 so please can you ensure that you undertake this before 30th April 2026.

You can find guidance on Talentlink processes HERE including how to close jobs, resetting your password, how to set up interviews, etc.

NEW VIVA ENGAGE NETWORK FOR SERVICE MANAGERS

A new community page has launched on Viva Engage for OD to share management and engagement updates with Tier 3 managers and CLT.

The Future of Our Updates: We are currently trialling this channel with the goal of migrating communications away from email and onto this platform. To ensure you don’t miss any critical updates during this transition, please remember to enable your notifications once you join the group.

Next Steps: Keep an eye out for an invitation to join the group shortly. If you haven’t received an invite or have any questions, please contact the OD team.

NEW ULEV CAR SCHEME – COMING SOON!

We’re excited to announce that we’ll soon be launching a Salary Sacrifice Car Scheme, specifically for Ultra-Low Emission Vehicles (ULEVs) and Electric Vehicles (EVs). This isn’t just about going green - it’s about making a brand-new car more affordable than ever before.

What is Salary Sacrifice? Think of it like the ‘Cycle to Work’ scheme, but for cars. You ‘sacrifice’ a portion of your gross salary (before tax) in exchange for a fully maintained, insured, and brand-new ULEV. Because the money comes out before you’re taxed, you pay significantly less Income Tax and National Insurance, the savings can be substantial!

We’re currently putting the final touches to the scheme. Keep an eye on Interchange for the official launch date!

SCOTTISH MILITARY COMMUNITY PAGE

The latest edition of the Scottish Military Community Update has been published on Interchange: Latest Updates

This month there is information on the LGBT Financial Recognition Scheme, NOVA Scotland, Veterans Emotional Support Hotline, PTSD Resolution as well as the SSAFA Sierra Nevada Trek and much more!

MILITARY COMMUNITY SESSIONS

Are you part of an Armed Forces family—serving, veteran, reserve, spouse, or dependent? Would you be interested in a regular drop-in session to chat about all thing’s military over a coffee and biscuit? These sessions aim to provide support, build connections, and strengthen our community.

If so, we’d love to hear from you! Please contact karen.baker@moray.gov.uk

Feel free to share this with anyone who might be interested—everyone from the military community is welcome!

CAREER FAIRS

A big thank you to everyone who represented the council at recent high school career fairs, showcasing our services, career opportunities, and apprenticeships. Your support was greatly appreciated by DYW, schools, and pupils alike.

Looking ahead, there will be even more chances to promote your services and highlight the diverse career paths the council offers at the 2026 Careers Fairs.

If you’d like to help local young people by delivering sessions on CV writing or conducting mock interviews, or co-hosting a stand at the High School Career Fairs, please get in touch at karen.baker@moray.gov.uk

CYCLE2WORK

The Cycle2work salary sacrifice scheme will be opening again on 4th May to 14th June 2026.

The salary sacrifice scheme offers an opportunity for all employees to hire a bike (manual or electric) and/or accessories up to a value of £3000 over a 12 or 24 month period, with the option of purchasing the bike at the end of the hire period by either taking out an extended hire agreement at no additional cost or returning the bike. To qualify for the scheme the bike should be utilised for 50% of travel to your workplace. This is a hire agreement so please ensure you fully read all the terms and conditions surrounding the scheme.

If you or a member of your team fancies a new bike, get window shopping now!

Further details will be communicated on the Interchange soon HERE

EYECARE VOUCHERS

We are currently in the final stages of communications with our new Eyecare Voucher supplier. This will mean that the process for requesting an eyecare voucher will soon be changing. A voucher MUST be requested before booking an appointment for a DSE eye test. Please ensure you follow the process as outlined on Interchange for any staff requests. Interchange will be updated as soon as the change is live.

MENOPAUSE COMMUNITY

Thank you to everyone who popped into our Menopause Cafés!

The next sessions are:

25th March – Strength Exercises

29th April – Walk and Talk around Cooper Park

Come along, bring a coffee and have a chat about all things menopause!

A new Menopause Community page has been created on Viva Engage! If you have any questions, would like more information on anything Menopause or would just like the support of a group community please message to be added to the group.

NHS Grampian is running a bitesize session 'Menopause Awareness for Line Managers & Supervisors' on Monday 13th April 2026, 2pm - 3pm, via MS Teams.

This session aims to explore:

• What the menopause is and its impact in the workplace.
• The legal context and how to equip line managers and supervisors with knowledge to manage the menopause as a workplace concern.
• Practical steps to becoming a 'menopause aware' workplace, including the creation of menopause guidance and policy.

If you would like to book in for this free session, please email them at gram.hwl@nhs.scot - all welcome.

If you would like to be involved with the Menopause Cafes or Community, please contact karen.baker@moray.gov.uk

You can find our Menopause Policy and Guidance on Interchange and eLearning on CLIVE

MEN’S SHED

Would you like to find out more about the local Men’s Shed initiatives around Moray?

Men’s Shed is a community driven initiative that brings men together to build friendships, share skills and enjoy hands on projects. These welcoming spaces offer opportunities to work on practical tasks such as fixing, building, and creating, whilst fostering social connections and reducing isolation. It’s a chance to learn, contribute to local projects and support your community.

If you would like to find out more information on local Men’s Sheds, please email organisational.development@moray.gov.uk

LEARN AND SHARE

As we start thinking about returning to work following the Easter break and trying to not eat our own body weight in mini chocolate eggs, it’s the perfect moment to refocus, re‑energise, and maybe even learn something new (preferably something not egg‑shaped).

That’s why we’re excited to share the workshops we’ve got lined up for you this spring; designed to support you, your teams, and the challenges you’re tackling day‑to‑day. Whether you're looking to sharpen a skill, get fresh ideas, or simply reconnect with colleagues, there’s something here for you.

Learn and Share Sessions:

Using Scorecard on CLIVE

If you’ve ever wished for a simpler, clearer way to keep track of how your team is getting on with their core learning, we’ve got something that might help. CLIVE includes access to a handy monitoring tool called Scorecard.

Scorecard gives you a quick, at‑a‑glance overview of your team’s progress with the core training programme. Think of it as a helpful dashboard that brings everything together in one place so you can support learning conversations, plan, and stay informed without having to dig around for information.

To help you get comfortable using it, we’re running a one‑hour Learn & Share sessions over Teams:

 16 June (12:30 till 13:30)
 Delivered via Microsoft Teams

During the session, we’ll walk through how Scorecard works, what it can show you, and how it can make your role easier when it comes to supporting your team’s development. There’ll also be time for questions, tips, and a bit of shared learning from fellow managers.

Corporate Workshops

Here is a list of the corporate workshops we’ve got coming up with the availability of spaces.

To book a space on any of these workshops, login to your CLIVE account and book your space today.

If you’re unsure how to do this, click here to find out how.

LEARNING AT WORK WEEK

Learning at Work Week (18–24 May 2026) is a national celebration of learning that encourages everyone to explore new skills, discover fresh ideas, and get inspired about personal and professional development.

It’s completely free to take part and offers a wide variety of creative, inclusive, and engaging activities designed to spark curiosity, showcase different ways to learn, and highlight the value of continual growth at work.

This year’s theme, “Many ways to learn,” invites all colleagues to get involved, try something new, and help build a stronger learning culture across our organisation.

Check out the some of the different courses, workshops, and learning bytes that are available corporately:

• CLIVE
• Corporate Workshops
• Brush up on your ICT skills by visiting your local library, click here for more info

2026 CORPORATE TRAINING CALENDAR

We’re excited to announce the 2026 Training Calendar, designed to support your professional growth and development throughout the year.

We offer a wide range of learning opportunities tailored to help you work effectively in your role and beyond.

A Friendly Reminder:
Please ensure you complete all your core eLearning modules as part of your ongoing compliance and development requirements. Staying up to date helps us maintain a safe, informed, and effective workplace.

Explore the full calendar here - Corporate Training and book your sessions on CLIVE to secure your spot.

We are also partnered with the Skills Network to bring you access to a wide range of free, fully accredited and externally provided courses such as –

• Principles of the Mental Health Worker
• Understanding Autism
• Understanding Environmental Sustainability
• Certificate in Digital Marketing

And many more.

To see the full list of courses and find out more please go to UK training and development | Moray Council.

And finally we have collated a list of free training and development opportunities which will be continuously updated and can be found on the interchange here - Development Opportunities.

If you have any questions regarding upcoming training, please do not hesitate to get in touch with us at organisational.development@moray.gov.uk

CAREER READY MENTORS

Career Ready, a programme designed to connect disadvantaged young people with the world of work, unlock their potential and level the playing field, is looking for volunteers.

Moray Council have been supporting this programme since 2014 by creating opportunities for interested staff to volunteer as a mentor.

Becoming a Career Ready mentor is a fun, flexible way to inspire a young person, unlock their true potential, and guide them through the early stages of their career journey. There is no denying that being a mentor is a commitment. It requires monthly contact (about an hour a month) with the young person over the 18 months and the support of a 4-week summer internship.

Although an hour might not seem long, a one-hour mentoring session is proven to have a long-term positive impact on both a young person and their mentor.

We ask that anyone interested in becoming a mentor, contact us so that we can begin to fulfil our commitment to the next programme which is due to start in October.

For further information please contact: organisational.development@moray.gov.uk

PRE-RETIREMENT COURSES

Are your retirement savings on track? Do you know how much income your pension savings may provide? And have you thought about how much income you might need when you retire?

Financial education specialists ‘Affinity Connect’ would like to personally invite you to attend an interactive full day course around the key aspects of planning for a financially secure future.

Retirement might be up to 10 years away but it’s never too soon to start planning. This course is perfect for anyone thinking about retirement or already at the planning stages.

During the course you’ll learn how to:

• Help you plan for the lifestyle changes ahead
• Maximise the benefits of your State and workplace pensions
• Make the most of your tax-free cash
• Understand the income options available from your pension
• Achieve your retirement goals

Affinity will be offering the course - ‘Taking Control of Your Finances” with dates to be announced shortly.

This enhanced course continues to cover the core learning outcomes you’ve come to expect, including:

• Understanding personal taxation and take-home pay
• Budgeting and reviewing financial outgoings
• Managing borrowing, improving credit scores, and reducing debt
• Creating savings strategies and understanding investment risks
• Gaining clarity on pensions and planning for retirement

Booking links for the above courses:

Planning for Retirement (Online) - Online Booking

Planning for Retirement (Face-to-Face) - In Person Booking

You can also find more information on how to join a course here - Planning for the Future

EQUALITY DATA

The Council collects data on ethnicity, race, religion, marital status, disability, sex, sexuality and gender reassignment status - these are all protected characteristics under the Equality Act 2010 and the data is collected during the recruitment process.

This information is utilised to make sure that its recruitment processes and employment practices are fair, nobody is put at a disadvantage because of any protected characteristic, and that the Council considers how its employees can do their jobs effectively.

One of the challenges for the Council is that many employees do not fill in the equality data. Although people don’t have to share information about their protected characteristics, it does help the Council to deal with inequality more effectively.

We would like to encourage all employees to ensure their data is up to date, and you can do this via the Employee Self-Serve Portal. You can also update your bank details, address, phone number and view your payslips here. All information given is held confidentially.

Information on how to launch the ESS portal is available on Interchange including how to access the portal and find your way round it.

To read more about Equality Data please visit Interchange HERE